This paper focuses on the duty of employers to make religious accommodations for employees. First it examines the First Amendment. Then it discusses major Supreme Court decisions from industry and education in the context of the 1964 Civil Rights Act and 1972 Amendment. One important case--Trans World Airlines Inc. v. Hardison--ruled in favor of…

Federal courts have developed contradictory answers in considering preferable remedies for discriminatory seniority systems in employment. The author offers suggestions for development of a uniform policy called for in the Supreme Court decision in Franks v. Bowman Transportation Co. (JT)

This brief history of equal employment opportunity cases from the Civil Rights Act of 1964 to 1986 Supreme Court cases summarizes the viewpoints of those who don't support it. Librarians are urged to accept the premise that equal employment opportunity is the law and that compliance is in everyone's best interests. (EM)

Discusses the legal theory and practical aspects of the affirmative action plan, encouraging institutions to look at their histories of hiring practices, and to set goals that can be realistically met in expanding their hiring practices for minority groups. (JM)

Resolution of the comparable worth controversy involves judicial enforcement of statutory mandates and remedial development of bias-free evaluation systems, wage negotiation, and possible restructuring of work positions. Remedies will be developed when wage discrimination is no longer tolerable. (AVAIL: University of San Diego School of Law, San…

Noting that a clear understanding of title VII is necessary for employers to avoid illegal employment practices, the author outlines the practices addressed by the law, the defenses available under title VII (occupational qualification, seniority or merit system, business necessity, and customer preference), the method for filing an action, and…

In Patterson v. American Tobacco Co. the court held that the existing seniority and promotion systems at American violated Title VII of the Civil Rights Act of 1964, noting that evidence showed that company practices continued the effects of prior discrimination against blacks and women within a static employment environment. (LBH)

Argues that the use of the long accepted principle of "last in -- first out" in making layoffs has eroded the improvements in minority and female employment, asserting that the employer must adopt the form of a layoff which shares the burden among all or a substantial group of his employees, e.g. by seeking volunteers or providing for…

A review of the use and abuse, it is stated, of tests administered to qualify persons for employment, focusing on their effect on equal opportunity, noting that most debates on fair tests use revolve around a conflict in value systems -- those which emphasize merit, and seek to minimize errors of selection, versus those which emphasize equality.…

Major events leading to the Civil Rights Act of 1964 are reviewed along with laws and administrative actions dealing with job discrimination, legal developments of the first decade under Title VII, and Supreme Court cases on equal employment. Available from: Howard University School of Law, 2935 Upton St., Washington, D.C. 20008. (LBH)

This historical analysis of the Equal Employment Opportunities Commission and judicial approaches to employee dress and grooming codes is intended to demonstrate the formulation and basis of current law in this area. It support suggests guidelines, appearing in the conclusion to this article, for employee personal appearance regulations. (LBH)

Surveys the objectives of Title VII of the Civil Rights Act of 1964 and the court decisions and complex administrative regulations which have followed from it, focusing on the cases of Griggs vs. Duke Power Co., Johnson vs. Pike Corp. of America, and Long vs. Ford Motor Co. (JM)

The focus of this comment is on the availability of damages under both Title VII of the Civil Rights Act of 1964 and section 1981 with an analysis of the decisional law and theoretical rationales used by federal courts in allowing or disallowing damage awards. Consideration is given to compensatory versus punitive damages as well as those for…

This publication is a revised version of a monograph that was originally prepared to provide background information for a 1974 conference on affirmative action in employment and education. In its present form, it is intended to provide technical support for schools in their efforts to implement Title VI of the Civil Rights Act of 1964 and Title IX…

Two remedies exist for employment discrimination: Title VII of the 1964 Civil Rights Act and section 1981 of Title 42 of the U. S. Code, recently resurrected by the Supreme Court in Johnson v. REA. The author points out that this has increased the workload of the judiciary, especially since 1981 has no statute of limitations. (LBH)